An Empirical Research On The Effects Of Paternalistic Leadership On Employee Innovation Behavior

In the process of China’s economic transformation, social development has entered a new stage and enterprises to develop independent innovation, the urgent need to solve the "how to inspire the Employee Innovation Behavior (short for EIB) ". Because individual innovation is the fundamental of organizational innovation, which is related to the survival and development of enterprises. Existing scholars have studied the influence factors of EIB from different angles, and the "leadership behavior" is considered as one of the important factors.However, under the paradigm of leadership styles affect EIB, more current research was to investigate the behavior of Western leadership, such as transformational leadership, transactional leadership, etc., there are few studies the localization of leadership. As a kind of unique style of leadership in the enterprise organization of our country, the paternalistic leadership has been affirmed by many scholars. This paper explored the relationship between paternalistic leadership and EIB. On one hand, it not only enriched the research on the antecedents of EIB in the context of Chinese enterprises, but also had positive contribution to study the localization of leadership effectiveness; on the other hand, it provided an important improvement direction for business managers, that is, the best way to promote the EIB of our country’s enterprises.Based on this, from the perspective of organizational situation, this paper put forward research hypotheses and constructed a theoretical model through literature study, including the mediator of organizational commitment and the moderator of organizational support. Then through the questionnaire survey method to obtain the data and the data were analyzed to test the hypothesis and model. In the process of data processing, this paper mainly relied on SPSS 19.0 and AMOS21.0 as statistical tools, and descriptive statistical analysis, confirmatory factor analysis, correlation analysis and regression analysis were mainly used in the analysis. Finally, the main conclusions of this study are as follows:(1) Benevolent leader, authoritarian leadership and moral leadership had a significant and different effect on EIB, in which the benevolent leadership and moral leadership had a significant positive impact on EIB, and authoritarian leadership was a significant negative effect.(2) Benevolent leadership had a significant positive impact on affective commitment and continued commitment; Authoritarian leadership had a significant negative impact on affective commitment; Moral leadership had a significant positive impact on affective commitment. But the moral leadership and authoritarian leadership impact on the continued commitment without data validation.(3) Affective commitment had a significant positive impact on EIB, but continued commitment had no significant impact on EIB.(4) Paternalistic leadership had an effect on EIB entirely through affective commitment, and the mediator of continued commitment was not supported by data.(5) Organizational support played a negative regulatory role between authoritarian leadership and EIB, but the interaction between benevolent leadership, moral leadership and organizational support had no significant impact on the EIB.Finally, in order to motivate employees to show a positive innovation behavior and promote organizational change and innovation, we hope that we can help enterprises to grasp the law of the influence of paternalistic leadership on EIB through this research, and how to create favorable conditions and to take targeted measures to improve the organization environment.